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In recent months when I ask my coaching clients how they’re doing with working from home, they describe some highlights — I guess I sleep a bit more — and lowlights – we’re struggling for space and getting cabin fever — of the experience.
But lonely is the overtone. So how do we meet that challenge?
For a supposedly enlightened generation, gender employment bias still runs rife among many employment sectors, which leads me to the question:
If we want our daughters to succeed in male dominated industries, should we be giving them gender-neutral names?
In 1999 American Scientists, Rhea E. Steinpreis, Katie A. Anders, and Dawn Ritzke, conducted a study to determine whether employers were more biased towards hiring men over equally qualified women. They created two versions of a CV which were identical aside from the name on top; one being for Dr. Brian Miller and the other being for Dr. Karen Miller.
The researchers asked over 100 university psychologists to rate the CVs and found, rather disturbingly, that around 3 quarters of the psychologists thought Brian was hireable, whereas just under half the participants thought the same about Karen.
On our Women In Management Course we explore the truth behind gender differences.
When scientific research on gender differences is published or publicly discussed, newspaper headlines would often have you believe that there are major hardwired differences between the brains of males and females.
In the lecture embedded below psychologist, philosopher, and writer, Cordelia Fine demonstrates how newspapers and even scientists take these studies out of context and create or exaggerate gender differences in the brain without providing the evidence:
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